Digital Agency Recruiting for Teams That Just Won the Pitch

The whole shop. Creative leadership, art direction, product and experience design, copywriting, and motion on the creative side. Front-end and full-stack development on the build side. Producers, project managers, and resource managers keeping it moving. Plus account management, strategy, media, new business, and the operations roles that hold an agency together.

Both, and contract is what most agencies come to us for first. Your book of business moves in waves and your payroll doesn't, so staffing to the account instead of to a guess is usually the smarter play. We place contract, contract-to-hire, and direct, and plenty of agencies use all three of us in the same year.

We review the work. In creative hiring a resume tells you almost nothing, so we look at the portfolio properly: what this person actually did versus what their team shipped, whether the caliber matches your client roster, and whether the range fits the brief. Your creative director should be seeing a short list of real candidates, not a stack of maybes.

Yes, and that's the core case for contract staffing at an agency. You take the work without betting the payroll on it lasting forever. We can ramp a team for a defined engagement and wind it down cleanly when the scope wraps, which protects your utilization on both ends.

Both, but agencies are a distinct animal and we treat them that way. Agency work means faster cycles, more clients, more feedback, and a higher tolerance for ambiguity than most in-house roles require. We screen for that specifically, because someone who thrived on one brand for four years doesn't always thrive juggling six.

Faster than a job post and a hope. Because we work from an existing network instead of starting cold, most searches produce a qualified slate quickly. Actual timing depends on the role, the market, and how specific the aesthetic or technical fit needs to be. Tell us the position and we'll give you a straight answer on what's realistic.

Contract means the professional works your accounts but sits on our payroll, ideal for project surges and defined engagements. Contract-to-hire is the same setup with a built-in path to convert them once you're confident. Direct placement means we run a full search and they join your agency as a permanent employee from day one.

Both. Catch is headquartered in Mount Pleasant, SC and we know the Southeast market deeply, but we recruit and place nationally, including for remote and hybrid creative teams. Local presence, national footprint. If you're hiring in a market we haven't worked yet, tell us and we'll be honest about what we can do.

It depends on the engagement model and the role. Contract staffing is billed at an hourly rate that includes wages, burden, and our fee. Direct placement is a fee based on the hire. There's no cost to have the first conversation, and we'll walk you through the numbers before anything gets signed.

We stand behind our placements. Direct placement engagements include a guarantee period, and on contract engagements we can swap talent if the fit isn't right. The specifics get spelled out in your agreement, and we'd rather over-communicate on this upfront than surprise anyone later.